Kyana has already made an impact during her short time at PRR, and we are excited to build upon our commitment to DEI and racial equity under her leadership.
Wheeler has 20 years of DEI experience skilled in anti-racism data and measurements, systems analysis, group facilitation, anti-racist leadership development, and policy impact analysis that includes more than seven years of consulting experience. With a focus on organizational change through an anti-racist lens, Wheeler works with large, complex organizations to embed institutional practices that create sustainable change and develop infrastructure that supports conversations about systems of oppression. A true passion for anti-racism work, Wheeler is effective at working within government systems to move DEI initiatives forward and skilled in meeting people where they’re at in an empathetic and productive way.
In her leadership role as Senior Director of DEI, Wheeler will lead PRR’s DEI practice focusing on external equity efforts and working with clients to facilitate anti-racist work. She also joins PRR’s Management and Client Services Leadership teams.
“We are thrilled to have Kyana on board to grow PRR’s diversity, equity, and inclusion efforts with our clients and within our organization,” said Malika Klingler, managing principal at PRR. “Kyana has already made an impact during her short time at PRR, and we are excited to build upon our commitment to DEI and racial equity under her leadership.”
Prior to joining PRR, Wheeler served as Deputy Manager of the Race and Social Justice Initiative for the City of Seattle where she oversaw its development and implementation, worked to drive change, and led racial and social justice equity forward.
People are at the heart of our work, and we have some really great people.
We help our clients change the world for the better. Interested in joining the team?
An anti-racist PRR dismantles systems of advantage based on race when and wherever possible. We engage staff of all racial identities in dismantling white supremacy culture at work. This includes personal ideologies, beliefs, and behaviors. And, it includes removing white supremacy culture from the systems, cultural messages, institutional policies, procedures, and practices that PRR and our staff interact with and inform. We believe it is not enough to be “not racist.” We must be “anti-racist.”
